Arbeitsbedingungen und Gesundheit von Beschäftigten
Der Zusammenhang von Arbeitsbedingungen bzw. Arbeitsbelastungen und der Gesundheit von Beschäftigten erhält durch die demografische Entwicklung, Digitalisierung und Klimawandel neues Gewicht. Wie muss Arbeit gestaltet sein, damit die Beschäftigten langfristig und gesund erwerbstätig sein können?
Dieses Themendossier dokumentiert die Ergebnisse empirischer Forschung der letzten Jahre.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
-
Literaturhinweis
Repeated short‐term sickness absence: A problem to be handled or a symptom to be prevented? A qualitative case study (2025)
Zitatform
Kirkegaard, Tanja, Vita Ligaya P. Dalgaard & R. Grytnes (2025): Repeated short‐term sickness absence: A problem to be handled or a symptom to be prevented? A qualitative case study. In: Industrial relations journal, Jg. 56, H. 1, S. 3-21. DOI:10.1111/irj.12447
Abstract
"Repeated short‐term sickness absence has been linked to poor psychosocial work environment. However, the handling of short‐term sickness absence is often driven by a formal monitoring of employees' absence records rather than by a focus on enhancing well‐being at work. In this paper, based on interview data, we found that repeated short‐term sickness absence was primarily addressed as an individual employee issue, with limited focus on prevention through improvements in the work environment such as fostering trust between employees' and managers and promoting overall well‐being at work." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Die Relevanz der beruflichen Resilienz für die mentale Gesundheit und Arbeitszufriedenheit von Beschäftigten (2025)
Knispel, Jens; Arling, Viktoria; Slavchova, Veneta; Brenner, Julia;Zitatform
Knispel, Jens, Veneta Slavchova, Julia Brenner & Viktoria Arling (2025): Die Relevanz der beruflichen Resilienz für die mentale Gesundheit und Arbeitszufriedenheit von Beschäftigten. In: Arbeitsmedizin, Sozialmedizin, Umweltmedizin, Jg. 2025, H. 2, S. 98-107. DOI:10.17147/asu-1-417844
Abstract
"Zielstellung: Schätzungsweise 15% aller Fehltage von Beschäftigten aller Altersgruppen sind auf psychische Erkrankungen zurückzuführen. Ziel der vorliegenden Studie ist es, die Relevanz verschiedener Facetten der beruflichen Resilienz als mögliche Schutzfaktoren für die langfristige Aufrechterhaltung der mentalen Gesundheit von Beschäftigten und dem Erleben ihrer beruflichen Situation zu untersuchen. Zu den Facetten der beruflichen Resilienz zählen Optimismus, Akzeptanz, Lösungsorientierung, Selbstfürsorge, Netzwerkorientierung, Verantwortungsübernahme und Zukunftsplanung. Methode: Zur Untersuchung der Forschungsfrage wurden im Rahmen einer Online-Studie 235 Beschäftigte mit einem Stellenumfang von mindestens 20 Stunden pro Woche mittels Fragebögen bezüglich ihrer beruflichen Resilienz (RB-7-30) und ihrer emotionalen Irritation, Depressivität und Arbeitszufriedenheit befragt. Ergebnisse: Die Ergebnisse weisen darauf hin, dass berufliche Resilienz mit emotionaler Irritation, Depressivität und Arbeitszufriedenheit assoziiert ist. Multiple Regressionsanalysen geben Hinweis darauf, dass die jeweiligen Resilienzfacetten einen differenzierten Zusammenhang mit der mentalen Gesundheit von Beschäftigten und dem Erleben ihrer beruflichen Situation aufweisen. Schlussfolgerungen: Berufliche Resilienz stellt einen potenziellen Schutzfaktor zum Erhalt der mentalen Gesundheit dar. Es erscheint lohnenswert, weitere Untersuchungen zur Wirksamkeit beruflicher Resilienz durchzuführen, um anschließend gezielte Trainingsmaßnahmen für Beschäftigte (Führungskräfte und Mitarbeitende) abzuleiten und so einen nachhaltigen Beitrag zur langfristigen Stabilisierung des psychischen Wohlbefindens und der Arbeitszufriedenheit zu leisten" (Autorenreferat, IAB-Doku)
-
Literaturhinweis
From the policy of humanization to labour flexibilization: the case of the Federal Republic of Germany (from the 1970s to the 1980s) (2025)
Llanos-Reyes, Claudio; Horstmann, Anna;Zitatform
Llanos-Reyes, Claudio & Anna Horstmann (2025): From the policy of humanization to labour flexibilization: the case of the Federal Republic of Germany (from the 1970s to the 1980s). In: Labor history, S. 1-17. DOI:10.1080/0023656x.2025.2477149
Abstract
"This paper examines how proposals for the ‘humanization of work,’ aimed at improving working conditions, were increasingly overshadowed by labor flexibilization during the 1980s. Using Germany as a case study, it explores the Federal Government’s 1974 ‘Humanization of Work’ initiative and its evolution amidst rising unemployment, technological change and neoliberal influence. Labor flexibilization, exemplified by debates over working hours, displaced efforts to improve the quality of working life. This transition reflects a broader historical shift from policies supporting worker protections to those favouring capitalist accumulation and deregulation. By analyzing political, academic and trade union perspectives from the 1970s and 1980s, this paper highlights how neoliberal agendas reshaped labor relations, diminishing the focus on worker-centered approaches. These findings underscore pivotal changes in labour policies and their lasting impact on work and workers’ rights." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The effect of precarious employment on suicidal ideation: A serial mediation model with contractual temporality and job insecurity (2025)
Llosa, José Antonio ; Agulló-Tomás, Esteban ; Iglesias-Martínez, Enrique ; Oliveros, Beatriz ; Menéndez-Espina, Sara;Zitatform
Llosa, José Antonio, Enrique Iglesias-Martínez, Esteban Agulló-Tomás, Sara Menéndez-Espina & Beatriz Oliveros (2025): The effect of precarious employment on suicidal ideation: A serial mediation model with contractual temporality and job insecurity. In: Economic and Industrial Democracy, Jg. 46, H. 1, S. 239-255. DOI:10.1177/0143831X241240616
Abstract
"Suicidal ideation is a variable prior to suicidal behavior and one of the main producers of risk of death by suicide. The sample consisted of a total of 1,288 people living in Spain who at the time of answering the questionnaire were in active employment. Contractual status is a significant variable for the prediction of suicidal ideation. Contractual temporality is a risk factor for suicidal ideation, whereas permanent employment is a protective factor. In suicidal ideation, job insecurity is a mediating risk factor and a key dimension of job precariousness because of the adverse effects on mental health it causes. Job insecurity interacts with objective causes of precariousness and is presented as a necessary variable for understanding the relationship between these material causes and suicidal thoughts." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Reducing Counterproductive Work Behavior: Examining the Interplay Between Mental Load and Emotional Load (2025)
Zitatform
Machek, Ondřej & Martin Machek (2025): Reducing Counterproductive Work Behavior. Examining the Interplay Between Mental Load and Emotional Load. In: Zeitschrift für Arbeits- und Organisationspsychologie, Jg. 69, H. 1, S. 15-27. DOI:10.1026/0932-4089/a000436
Abstract
"This study explores the effects of mental load and emotional load on counterproductive work behavior (CWB). Building on the conservation of resources theory and the challenge–hindrance stressor framework, we hypothesize that mental load enhances the effort and engagement of employees to accomplish goals and subsequently reduces organizational deviance (e. g., working time fraud), while emotional load, through resource depletion, weakens this relationship. We also suggest that by depleting emotional resources, emotional load could increase interpersonal deviance, with mental load exacerbating this effect due to synergistic effects. The results of a two-wave survey among 303 UK employees show that mental load reduces organizational deviance only when emotional load is low to moderate; when emotional load is high, mental load may even increase organizational deviance. The results also show that emotional load increases interpersonal deviance, irrespective of the level of mental load. The findings underscore the distinct nature of interpersonal and organizational deviance, challenges previous interpretations of the relationship between workplace stressors and CWB, and highlights the importance of considering the complex interplay between different types of stressors in predicting workplace outcomes." (Author's abstract, IAB-Doku, © 2024 Hogrefe Verlag) ((en))
-
Literaturhinweis
Working from home and health complaints: on the difference between telework and informal overtime at home (2025)
Zitatform
Mergener, Alexandra, Nico Stawarz, Heiko Rüger & Inga Laß (2025): Working from home and health complaints: on the difference between telework and informal overtime at home. In: Frontiers in Public Health, Jg. 13. DOI:10.3389/fpubh.2025.1465617
Abstract
"Background: With the increase in the prevalence of working from home (WFH), understanding its impact on health has become more relevant. However, the possibility that health effects may depend on the specific WFH arrangement has largely been ignored in research. Objective: The aim of this study is to offer a differentiated view of WFH by distinguishing between informal overtime at home and telework during recognized working time when assessing its associations with mental and physical health complaints. Moreover, the extent of telework is considered. The study also differentiates the group of WFH non-users by distinguishing between voluntary non-use and employer-directed non-use. Methods: We apply OLS regression models with clustered standard errors by occupation to probability-based survey data that is representative of employees in Germany. The analytical sample was restricted to employees whose job tasks could be performed at home (N = 10,365). Results: Compared to employer-directed non-users, working informal overtime at home is associated with more mental health complaints, while telework is associated with fewer mental and physical health complaints. However, the beneficial association between recognized telework and mental health only applies to employees with relatively small extents of telework. At higher extents of telework, the mental health advantages disappear, while those for physical health tend to remain. Conclusion: This study suggests that a nuanced look at patterns of use and non-use of WFH is essential when gauging its impact on health." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Short- and long-term health effects of job insecurity. Fixed effects panel analysis of German data (2025)
Zitatform
Mikucka, Malgorzata, Oliver Arránz Becker & Christof Worl (2025): Short- and long-term health effects of job insecurity. Fixed effects panel analysis of German data. In: Scandinavian journal of work, environment & health, Jg. 51, H. 2, S. 68-76. DOI:10.5271/sjweh.4206
Abstract
"Objective: Previous research has linked job insecurity to health deterioration. The risk accumulation model suggests that health effects of job insecurity may persist even after job security is restored, yet long-term empirical analyses are scarce. Our study evaluates the long-term effects of accumulated exposures to affective job insecurity on mental and physical health among the working-age population in Germany. Method: Using data from the German Socioeconomic Panel (12 624 individuals; 84 219 observations), we applied panel regression models with individual fixed effects to assess short- and long-term health changes associated with affective job insecurity. Job insecurity was measured by respondents’ worries about job security. Mental and physical health was recorded with the SF-12 scale. Results: Job insecurity correlated with short-term worsening in mental and physical health. However, after job insecurity ceased, health recovery was incomplete resulting in a long-term health deterioration. The long-term effects were larger among respondents who accumulated more instances of job insecurity, and showed a similar pattern for mental and physical health. An additional analysis documented stronger health effects of job insecurity among lower educated persons. Conclusion: Our study is one of the first to empirically demonstrate the negative long-term health effects of job insecurity. Our findings for a well-protected labor market like Germany’s, suggest that the health risks associated with job insecurity may be substantial and potentially underestimated by studies that focus solely on short-term effects." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Internal branding and technostress among employees - the mediation role of employee wellbeing and moderating effects of digital internal communication (2025)
Zitatform
Raj, Asha Binu & Ashok Kumar Goute (2025): Internal branding and technostress among employees - the mediation role of employee wellbeing and moderating effects of digital internal communication. In: Acta Psychologica, Jg. 255. DOI:10.1016/j.actpsy.2025.104943
Abstract
"Integrating technology with communication makes work comfortable, but it simultaneously interrupts employees' personal life. Internal branding strategies attempts to improve employee's psychological and physiological wellbeing, yet the extensive integration of technology with work and workplace activities posit serious challenges in the form of technostress. In the context of communication, digital tools and mode of work increases efficiency, yet their impact of wellbeing and technostress experienced by employees needs to be examined.The present study aims to analyze the impact of internal branding on employee wellbeing and technostress under the influence of digital internal communication. The paper also examines if digital internal communication can moderate the impact of internal branding on employee wellbeing and also the impact of employee wellbeing on technostress experienced at workplace. The mediation effect of employee wellbeing between internal branding and technostress is also analyzed.The conceptual model was built on the premises of job demands-resources theory, technology acceptance model, and transactional theory of stress and coping. Data collected from 401 employees from information technology sector was analyzed using Smart PLS4. Results of structural and measurement model using PLS SEM indicate that internal branding improves wellbeing and reduces technostress under the influence of digital internal communication. Employee wellbeing is found to mediate the impact of internal branding as well as digital internal communication on technostress. Findings support the moderating effects of digital internal communication in reducing technostress and improving employee wellbeing. The hypothesised research model integrates three theories making a novel contribution by analysing wellbeing and technostress and exploring internal branding and internal communication in the digital context." (Author's abstract, IAB-Doku, © 2025 The Authors. Published byElsevier B.V.) ((en))
-
Literaturhinweis
Burnoutdimension emotionale Erschöpfung und Einschränkungen der Erwerbsteilhabe: Eine prospektive Studie bei 2308 sozialversicherungspflichtig Beschäftigten in Deutschland (2025)
Zitatform
Rose, Uwe, Friederike Buchallik, Hermann Burr & Norbert Kersten (2025): Burnoutdimension emotionale Erschöpfung und Einschränkungen der Erwerbsteilhabe: Eine prospektive Studie bei 2308 sozialversicherungspflichtig Beschäftigten in Deutschland. In: Das Gesundheitswesen, S. 1-7. DOI:10.1055/a-2505-9011
Abstract
"In der Studie wird der Zusammenhang zwischen der Burnoutdimension emotionale Erschöpfung mit nachfolgenden Ereignissen der Nichterwerbsteilhabe (Langzeit-Arbeitsunfähigkeit, Arbeitslosigkeit, Frühberentung) und deren Dauer untersucht. Die Datenbasis bildet die Studie zur Mentalen Gesundheit bei der Arbeit (S-MGA); eine Verlaufsstudie basierend auf einer Zufallsstichprobe von n=4511 sozialversicherungspflichtig Beschäftigten im Alter von 31–60 Jahren zum Zeitpunkt der Ziehung und einem Follow-up nach 5 Jahren (n=2460). Burnoutsymptome wurden zum Zeitpunkt der Erstbefragung mittels eines schriftlichen Fragebogens erfasst, während die Erwerbs- und die Krankheitshistorie im Follow-up mittels eines Interviews erhoben wurde. Zusammenhänge zwischen der Burnoutskala zu T1 mit darauffolgenden Ereignissen der Nichterwerbsteilhabe wurden im Rahmen eines Two-Part-Models analysiert: d. h. Ereignisse wurden mittels logistischer Regression und deren Dauer mittels Verallgemeinerter Linearer Regressionsmodelle (GLM) prädiziert. Die Burnoutskala war mit dem Ereignis und der Dauer von Langzeit-AU assoziiert; bei den Männern mit einem Odds Ratio=1,72 (95% KI=1,31; 2,27) und bei den Frauen mit einem OR=2,23 (95% KI=1,73; 2,88) je Skalenpunkt für das Auftreten eines Ereignisses. Unter denen, die mindestens einmal Langzeit-AU erlebten, verlängerte sich die Dauer (in Monaten) mit jedem Skalenpunktwert auf der Burnoutskala um den Faktor Exp(β)=1,44 (95% KI=1,23; 1,69) bei Männern und bei den Frauen um den Faktor Exp(β)=1,29 (95% KI=1,09; 1,52). Von einem klinischen und gesundheitsökonomischen Gesichtspunkt aus ist es ein relevanter Befund, dass die Burnoutdimension emotionale Erschöpfung mit Ereignissen und Dauer der Nichterwerbsteilhabe einhergeht." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Hybrid work and mental distress: a cross-sectional study of 24,763 office workers in the Norwegian public sector (2025)
Zitatform
Trevino Garcia, Lorena Edith & Jan Olav Christensen (2025): Hybrid work and mental distress: a cross-sectional study of 24,763 office workers in the Norwegian public sector. In: International Archives of Occupational and Environmental Health. DOI:10.1007/s00420-025-02136-9
Abstract
"Objective: Few studies have investigated the relationship between post-pandemic hybrid work-from-home (WFH), mental health, and work-life balance. We examined the association between hybrid WFH, mental distress, availability demands, work-life conflict, and life-work conflict. Methods: Data from 24,763 office workers in the public sector in Norway were analyzed by linear and logistic regressions. Results: Employees practicing flexible hybrid WFH (i.e., when needed/desired) were less likely to report mental distress (measured by the Hopkins Symptom-Checklist; HSCL-5) than those not practicing WFH. WFH being self-chosen was associated with less distress. Flexible WFH was also associated with availability demands, work-life conflict, and life-work conflict, which were, in turn, linked to distress. The risk of distress increased with the number of weekly days of flexible WFH. Workers with fixed agreements to regularly WFH did not report significantly less distress than those with no WFH. However, fixed WFH was associated with lower availability demands, not with work-life conflict, and was more often self-chosen than flexible WFH. Conclusion: Flexible WFH may alleviate distress but may also indicate attempts to cope with taxing availability demands, and may even introduce stressors that could reverse beneficial effects. Our results should motivate nuanced, multifactorial assessments of WFH in organizational practice and research." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Does the Sector of Employment Matter? A Study of Employee Absenteeism in Public, Nonprofit, and For-Profit Organizations (2025)
Zitatform
Wang, Rui & Yifei Hou (2025): Does the Sector of Employment Matter? A Study of Employee Absenteeism in Public, Nonprofit, and For-Profit Organizations. In: The American Review of Public Administration, Jg. 55, H. 3, S. 264-279. DOI:10.1177/02750740251325305
Abstract
"While public sector employees differ from private sector employees in important aspects, limited knowledge exists regarding what accounts for these differences. This study focuses on employee absenteeism, examining variations across public, nonprofit, and for-profit sectors. We argue that the differences are shaped by both sectoral conditions and employees’ selection into sectors. Using data from the U.S. Current Population Survey between 1994 and 2019, we find that absenteeism is the highest among public sector employees, followed by nonprofit and for-profit sector employees. By tracking individuals’ absenteeism after sector switching, we reveal that entering the for-profit sector is associated with decreased absenteeism, and employees with low absenteeism propensities are equally likely to enter and leave public and nonprofit sectors. These findings indicate that public and nonprofit sector managers could effectively reduce absenteeism by retaining low-absenteeism employees." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Digital stress perception and associations with work- and health-related outcomes among general practitioners in Germany: a quantitative study (2025)
Zitatform
Würtenberger, Annika, David A. Groneberg & Stefanie Mache (2025): Digital stress perception and associations with work- and health-related outcomes among general practitioners in Germany: a quantitative study. In: BMC health services research, Jg. 25. DOI:10.1186/s12913-025-12653-5
Abstract
"Background: Digital technologies are increasingly being integrated into healthcare settings, including the ambulatory sector of general practitioners, with potential improvement in everyday work life. Although the changes sound very promising, the adoption of new technologies can also introduce additional stressors for medical staff, potentially resulting in negative impacts on work performance and health. This study seeks to identify the stressors and resources associated with digitization among general practitioners in Germany, explore their effects on work and health variables, and uncover potential preventive measures to mitigate these stressors. Methods: This mixed methods study combined quantitative and qualitative approaches. An online questionnaire was used to examine the relationships between technostress creators, inhibitors, and the perception of technostress, as well as the measures of burnout, job satisfaction, and general health among 114 general practitioners in Germany's ambulatory care setting. The study was carried out between March and June 2024. Several validated instruments were employed, including the Technostress Model and selected items from the Copenhagen Psychosocial Questionnaire (COPSOQ III). Exploratory assumptions were evaluated using descriptive statistics and multiple regression analyses. Results: The study found medium levels of technostress perception among the participating general practitioners (n = 114) along with a substantial level of technostress inhibitors. The general practitioners surveyed in this study reported experiencing burnout symptoms occasionally, expressed a moderate level of job satisfaction, and generally described their health status as good. The relationships between stressors and work- and health-related outcomes were analyzed. Conclusions: This study offers a preliminary overview of the persistence of techno-stressors, technostress inhibitors, and technostress levels and their impact on health- and work-related outcomes among general practitioners in Germany. The findings indicate that using information and communication technologies can lead to heightened stress, increased burnout symptoms, and reduced job satisfaction. As the workload for general practitioners is expected to grow in the upcoming years, the study highlights the critical need for additional preventive strategies to mitigate stress and improve well-being among general practitioners." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
New technology and workers’ perceived impact on job quality: Does labor organization matter? (2025)
Zitatform
ten Berge, Jannes & Fabian Dekker (2025): New technology and workers’ perceived impact on job quality: Does labor organization matter? In: Economic and Industrial Democracy, Jg. 46, H. 2, S. 619-654. DOI:10.1177/0143831x241265911
Abstract
"There is an emerging literature focusing on the impact of technological change on work quality. This study contributes to the literature by examining (1) workers’ expectations regarding the effect of technological change on perceived job insecurity, as well as physical and psychological job demands, and (2) how these expectations are shaped by the degree of labor organization within countries. The article uses cross-national data for 25 OECD countries. It is found that labor organization decreases perceived levels of job insecurity related to technological change, but also lowers workers’ expectations of technology improving the quality of their work. These findings may indicate that in environments where technological change is less strongly moderated by organized labor, workers put greater emphasis on technology as a driver of (short-term) work changes. Alternatively, these findings may signal a lack of ‘worker power’ of organized labor to enforce technologies that improve the quality of employment." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Arbeiten trotz Krankheit: Starker Anstieg nach der Corona-Pandemie (2025)
Zitatform
(2025): Arbeiten trotz Krankheit. Starker Anstieg nach der Corona-Pandemie. (DGB-Index Gute Arbeit. Kompakt 2025,01), Berlin, 10 S.
Abstract
"In der Hochphase der Corona-Pandemie haben Arbeitnehmer*innen seltener krank gearbeitet. Seitdem ist der Anteil wieder stark angestiegen und befindet sich 2024 wieder auf dem hohen Niveau der Vorpandemiezeit. Das zeigen die Auswertungen im DGB-Index Gute Arbeit "Kompakt" 01/2025. 63 Prozent der Befragten gaben an, auch gearbeitet zu haben, obwohl sie sich "richtig krank gefühlt" haben. Besonders weit verbreitet ist Präsentismus - wie das Arbeiten trotz Krankheit in der Fachdiskussion genannt wird - in den Berufsgruppen Reinigungsberufe, Lehr- und Erziehungsberufe sowie Gesundheitsberufe. Krank zu arbeiten ist für die Betroffenen mit Risiken verbunden. Der Gesundheitszustand kann sich ohne ausreichende Erholung verschlechtern und damit zu längeren Erkrankungsdauern führen. Risiken entstehen damit auch für Betriebe und Belegschaften, gerade im Fall von übertragbaren Erkrankungen. Die Auswertung liefert Hinweise auf die Gründe, die zum "Präsentismus" von Beschäftigten führen. Besonders häufig wird trotz Krankheit gearbeitet, wenn die Beschäftigten hohen Arbeitsbelastungen ausgesetzt sind, wenn sie von einer schlechten Betriebskultur berichten und/oder sich Sorgen um die Sicherheit ihres Arbeitsplatzes machen. Gute Arbeitsbedingungen sind nicht nur ein entscheidender Hebel zum Schutz der Gesundheit. Sie sind auch förderlich für eine erfolgreiche Genesung." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Krankenstand in Berufen der Kindertagesbetreuung und -erziehung: Eine Auswertung von Krankenkassendaten (2024)
Akko, Davin P.;Zitatform
Akko, Davin P. (2024): Krankenstand in Berufen der Kindertagesbetreuung und -erziehung. Eine Auswertung von Krankenkassendaten. Gütersloh, 13 S. DOI:10.11586/2024108
Abstract
"Die Arbeitsunfähigkeitstage für alle Berufsgruppen sind bundesweit in den letzten Jahren angestiegen. Bei Personen, die in der Kinderbetreuung und -erziehung arbeiten, sind die Fehlzeiten ebenfalls angestiegen und dabei höher als im Durchschnitt aller Berufsgruppen. Dies kann unterschiedliche Ursachen haben. Im Feld der Kindertagesbetreuung ist vor allem aufgrund des anhaltenden Personalmangels eine erhöhte Arbeitsbelastung zu beobachten, die zu einer Überlastung der Fachkräfte führt. Dies kann sowohl für die physische als auch psychische Gesundheit negative Folgen haben. Beim Kita-Personal äußert sich dies auch in besonders hohen Fehlzeiten aufgrund von psychischen Erkrankungen. Aufgrund dieser Entwicklungen hat die Bertelsmann Stiftung Berechnungen zu den Ausfallzeiten von pädagogischem Personal sowie dem Personalbedarf und den Personalkosten für Vertretung durchgeführt. Das Hintergrundpapier von Davin P. Akko analysiert anhand von bereitgestellten Daten der DAK-Gesundheit, inwieweit das KiTa-Personal in den Jahren 2020 bis 2023 von Arbeitsunfähigkeit betroffen war. Dafür wurde eine Sonderauswertung für die Berufe in der Kinderbetreuung und -erziehung der DAK-Gesundheit durchgeführt. Diese dient als Grundlage für die Berechnungen der Bertelsmann Stiftung." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Performance-related pay, mental and physiological health (2024)
Zitatform
Andelic, Nicole, Julia Allan, Keith A. Bender, Daniel Powell & Ioannis Theodossiou (2024): Performance-related pay, mental and physiological health. In: Industrial Relations, Jg. 63, H. 1, S. 3-25. DOI:10.1111/irel.12334
Abstract
"Much of the literature on performance-related pay (PRP) and poor health relies on self-reported data, and the relationship is difficult to examine due to confounding variables. We examine the relationship between PRP and three groups of health measures using data from the UKHLS: blood pressure, inflammation markers in blood, and self-reported health. Regressions correcting for self-selection bias and socio-demographic covariates find that PRP contracts are associated with poorer mental health, higher systolic blood pressure, and higher levels of fibrinogen. These findings suggest that firms that use PRP may need to implement policies to mitigate against PRP-related stress." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Are we yet sick of new technologies? The unequal health effects of digitalization (2024)
Zitatform
Arntz, Melanie, Sebastian Findeisen, Stephan Maurer & Oliver Schlenker (2024): Are we yet sick of new technologies? The unequal health effects of digitalization. (CEP discussion paper / Centre for Economic Performance 1984), London, 52 S.
Abstract
"This study quantifies the relationship between workplace digitalization, i.e., the increasing use of frontier technologies, and workers' health outcomes using novel and representative German linked employer-employee data. Based on changes in individual-level use of technologies between 2011 and 2019, we find that digitalization induces similar shifts into more complex and service-oriented tasks across all workers but exacerbates health inequality between cognitive and manual workers. Unlike more mature, computer-based technologies, frontier technologies of the recent technology wave substantially lower manual workers' subjective health and increase sick leave, while leaving cognitive workers unaffected. We provide evidence that the effects are mitigated in firms that provide training and assistance in the adjustment process for workers." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
auch erschienen als: Working Papers 19, University of Konstanz -
Literaturhinweis
Verkürzung von Arbeitszeit und „4-Tage-Woche“: Chancen und Herausforderungen für die Arbeits(zeit)gestaltung aus Sicht der Arbeitswissenschaft (2024)
Backhaus, Nils;Zitatform
Backhaus, Nils (2024): Verkürzung von Arbeitszeit und „4-Tage-Woche“: Chancen und Herausforderungen für die Arbeits(zeit)gestaltung aus Sicht der Arbeitswissenschaft. In: Zeitschrift für Wirtschaftspolitik, Jg. 73, H. 2, S. 136-146. DOI:10.1515/zfwp-2024-2010
Abstract
"The debate on working time reduction in Germany is becoming increasingly important in light of international “4-day week” trials and the experiences of the Corona pandemic. Studies show a declining trend in average working hours and a preference for shorter working times. Different models for working time reduction must be taken into account. Shorter working hours have potential health benefits, but also the risk of work intensification and productivity losses. A collective reduction in working hours seems unrealistic against the background of economic challenges, but working time models that are differentiated and employee-oriented might meet the demands of employees and allow companies to benefit from healthy and motivated employees in the long term." (Author's abstract, IAB-Doku, © DeGruyter) ((en))
-
Literaturhinweis
Fehlzeiten-Report 2024: Bindung und Gesundheit - Fachkräfte gewinnen und halten (2024)
Zitatform
Badura, Bernhard, Antje Ducki, Johanna Baumgardt, Markus Meyer & Helmut Schröder (Hrsg.) (2024): Fehlzeiten-Report 2024. Bindung und Gesundheit - Fachkräfte gewinnen und halten. (Fehlzeiten-Report 26), Berlin: Springer, 721 S.
Abstract
"Der jährlich erscheinende Fehlzeiten-Report informiert umfassend über Entwicklungen des Krankenstandes in Deutschland. Neben detaillierten Analysen aktueller Daten werden empirische Studienergebnisse, zeitgemäße methodische Herangehensweisen und Leuchtturmprojekte des Betrieblichen Gesundheitsmanagements vorgestellt. Schwerpunkt „Bindung und Gesundheit – Fachkräfte gewinnen und halten“ Vor dem Hintergrund des Fachkräftemangels haben Arbeitgebende heute mehr denn je ein hohes Interesse, Beschäftigte zu gewinnen und dann langfristig gesund und leistungsfähig in der eigenen Organisation zu halten. Deshalb fokussiert der diesjährige Schwerpunkt des Fehlzeiten-Reports das Thema organisationale Bindung, denn diese reduziert nachweislich das Risiko, dass Mitarbeitende eine Organisation verlassen. Die folgenden Themen werden dabei wissenschaftlich fundiert erörtert: - Arbeitsmarktentwicklung und empirische Daten zur Mitarbeitendenbindung in Deutschland - Aktuelle Forschungsergebnisse zu organisationaler Bindung - Strategien zur Steigerung von Mitarbeitendenbindung - Zusammenhänge von gelungener Führung, Bindung und Gesundheit - Nutzen und Potenzial von Betrieblichem Gesundheitsmanagement für die Steigerung der Mitarbeitendenbindung Darüber hinaus liefert der Fehlzeiten-Report 2024 in gewohnter Qualität Daten und Analysen zu Fehlzeiten von Beschäftigten in Deutschland: - Aktuelle Statistiken zum Krankenstand in allen Branchen - Vergleichende Analysen nach Berufsgruppen, Bundesländern und Städten - Die wichtigsten für Arbeitsunfähigkeit verantwortlichen Krankheitsarten - Detaillierte Auswertungen zu Arbeitsunfällen, Langzeitarbeitsunfähigkeit, Kinderkrankengeld sowie zu Covid-19-Infektionen und deren Spätfolgen Die Herausgeberinnen und Herausgeber Der Fehlzeiten-Report wird vom Wissenschaftlichen Institut der AOK (WIdO) in Kooperation mit der Universität Bielefeld und der Berliner Hochschule für Technik herausgegeben." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Inhaltsverzeichnis vom Verlag -
Literaturhinweis
Constructing Mobilities: The Reproduction of Posted Workers' Disposability in the Construction Sector (2024)
Zitatform
Bagnardi, Francesco, Devi Sacchetto & Francesca Alice Vianello (2024): Constructing Mobilities: The Reproduction of Posted Workers' Disposability in the Construction Sector. In: Work, Employment and Society, Jg. 38, H. 6, S. 1703-1724. DOI:10.1177/09500170231225622
Abstract
"Posted work is often framed as a business model based on social dumping. Widespread regulatory evasion is imputed to regulation’s opacity, firms’ predatory practices and trade unions’ inability to organise posted workers. Isolation and precariousness channel posted workers’ agency into individualized reworking or exit strategies. These perspectives, however insightful, focus either on formal regulations, enforcement actors or host countries ’ institutional settings. Drawing on biographical interviews with Italian construction workers posted abroad, and semi-structured interviews with non-posted workers and stakeholders of the sector in Italy, the article adopts an actor-centred perspective and mobilises the concept of labour regime to show how its disciplining elements operating in the construction sector in Italy stick with workers during their postings and enhance their disposability. Although this sticky labor regime constrains workers’ agency abroad, it remains continuously contested and offers ways for workers to subvert it and improve their employment conditions." (Author's abstract, IAB-Doku) ((en))